School Child and Youth Counsellor

May 28, 2021

The Halton District School Board invites applications for:
SCHOOL CHILD AND YOUTH COUNSELLOR

Two (2) 1.0 Permanent Positions – 35 hours per week

Start Date: September 1, 2021

The successful candidate will work in a variety of schools in one of three geographical areas or have school-based behaviour classroom responsibilities. Child and Youth Counsellors are members of a school based resource team and provide consultation to school staff on the behavioural, social and emotional needs of students.

The Child and Youth Counsellor will be expected to provide direct service to students, either individually or in a small group or class wide format.

Child and Youth Counsellors are required to be knowledgeable of local community resources.

A reliable vehicle and valid Driver’s Licence are essential.

Qualifications:
At minimum, a recognized Degree or Advanced Diploma in Child and Youth Care from an accredited institution or equivalent. Ideally, this candidate will have experience working in a School Board setting. Strong verbal and written communication skills are required.

Resume and other supporting documents must be submitted to Apply To Education by Thursday, June 3, 2021 by 4:00p.m.

www.applytoeducation.com

Job Category: Management and Professionals

Job Code #: 3037552

Applications submitted directly to Human Resources will not be considered.

We thank all applicants but only those chosen for interviews will be contacted.

The Halton District School Board recognizes that, consistent with the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), the Ontario Human Rights Code and the Canadian Charter of Rights and Freedoms, employment practices and procedures at all levels should reflect, demonstrate understanding of and respond to a diverse population. The Board is committed to providing a workplace environment that is fair and equitable to all.

We believe that having employees who reflect the diversity of our students and our municipalities makes us a stronger Board.

Where the required skills, ability and qualifications of candidates are relatively equal, candidates who self-identify as a member of one or more under-represented groups will be selected.

In our efforts to ensure an inclusive, diverse and representative workforce, HDSB will:

value, promote and encourage the hiring of staff from under-represented communities;

value applicants’ additional experiences, lived experience, skills, backgrounds and perspectives

collect voluntary self identification data from applicants in accordance with the Ontario Human Rights Code, HDSB’s Teacher Hiring Practices Administrative Procedure, and Ontario’s Anti Racism Data Standards:

Where the required skills, ability and qualifications of candidates are relatively equal, candidates who self-identify as a member of one or more under-represented groups will be selected.

Accommodation:
Upon request, we will provide reasonable accommodations for candidates who have temporary or permanent disability, or who otherwise require accommodations based on the protected grounds highlighted in the Ontario Human Rights Code in respect to the recruitment and selection process.

Wellness:
The HDSB is committed to providing a respectful and healthy work environment.

Applicant Self Identification Questions

Personal information on this form is collected under the authority of the Anti-Racism Act, 2017, S.O. 2017, c. 15, in compliance with the Municipal Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. M.56. In accordance with HDSB’s Employment Equity Policy, personal information collected on this form will aim to achieve an inclusive, diverse and representative workforce. It works to intentionally identify and remove barriers for equity-deserving communities at each stage of the hiring process. Encouraging diversity of the workforce in the school board is vital because the workforce should be reflective and representative of the community.

Although hiring policies must adhere to the qualification requirements set out in applicable Regulation (eg. Regulation 298, “Operation of Schools – General”), the Board recognizes the importance of the following when developing its selection and evaluation criteria:

valuing applicants’ additional experiences, lived experience, skills, backgrounds and perspectives;

granting first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities.

We encourage you to complete our voluntary applicant self-identification questions. This data will inform our understanding of the diversity of our applicant pool as well as the progress of applicants throughout the hiring process. This data will inform our goals, strategies and actions and our progress towards creating and sustaining an equitable workforce.

The section includes questions from Ontario’s Anti-Racism Data Standards (Standards, 2017). The Standards were established to help identify and monitor systemic racism and racial disparities within the public sector. The Standards establish consistent, effective practices for producing reliable information to support evidence-based decision-making and public accountability to help eliminate systemic racism and promote racial equity (adapted from Ontario’s Anti-Racism Data Standards, 2017).

Questions about this collection may be directed to Marsha Sulewski, Supervisor of Staffing and Recruiting at [email protected].